Importance of Training and Development

According to Armstrong (2010, p.221), learning and development is the process of ensuring that the organisation has the well-informed, skilled and engaged workforce it desires. It implicates facilitating the achievement by individuals and teams of knowledge and skills through practice, learning events and programmes provided by the organisation, guidance and coaching presented by the line managers and others, and self - directed learning activities carried out by individuals.                                                                          According to Armstrong (2014, p.284) defined training as the systematic applicat...

Figure 01: Kolb Learning cycle. Amstrong, 2006 Sloman (2003) between learning, which ‘lies within the domain of the individual’, and training, which ‘lies within the domain of the organisation’. Today the approach is to focus on individual learning, and ensure that it takes place when required - ‘just - for - you’ and ‘Just - in - time’ learning. Therefore learning involves the acquisitions of abstract concepts that applied flexibility in a range of situations — the motivation for the development of new ideas provided by new experiences (Kolb, 1984). The Experiential Learning Cycle Experiential learning will profoundly influence to create a productive workforce. Therefore with the industry expertise in tourism and hospitality sector training of housekeeping function as tap, heads to gain real experience within the industry. Concrete Experience: Personalised service and housekeeping function as tap heads to gain efficiency through staff motivational training program to...

Employee engagement is the sensitive commitment that employees have to the organisation and its goals (Evans & Lindsay, 2012) . Training and development influence to increase the level of involvement of employee engagement to deliver their knowledge towards the organisation success. According to (Arthur, 1994; Scholl, 2003), companies can seek to achieve organisational goals through a multiplicity of human resource strategies and methodologies. One such approach, a commitment strategy, challenges to develop psychological networks between the company and employee as a means of achieving goals. Considering the above facts, it highlights the level of influence towards an organisation through practical training and development. With the industry expertise in tourism and the hospitality sector, it is essential to exert analysing training needs to fit the overall objectives to increase commitment and competency level in the hospitality trade. In the context of a service-oriented en...

Introduction In the world of work today, “Organization operate in more complex, competitive and volatile environments, where they need to change strategies, structures and process to respond to the business challenges increase” (Conner, 1999: Higgs and Rowland, 2001).   Thus the obvious way for organisations to remain competitive in this era of the globalisation that is highly driven by innovations, knowledge and technology is by placing importance on acquiring new skills and creative expertise through training and development of its employees  (Scott, 2007). Wan (2007)  argues that the only strategy for organisations to radically improve their workforce productivity is to seek to optimise their workforce through comprehensive training and career development. To achieve this purpose, organisations must afford proper training to acquire the requisite skills and competencies that will enable them to function effectively in complex situations. This is ...